"This Civil Rights Act is a challenge to all of us to go to work in our communities and our states, in our homes and in our hearts to eliminate the last vestiges of injustice in our beloved country."
Now, more than ever before, with increasing expectations of government institutions, federal agencies must position themselves to attract, develop and retain a top-quality work force that can ensure our nation's continued growth, security and prosperity. In order to develop this competitive, highly qualified work force, federal agencies must fully utilize the talents of all, regardless of race, color, religion, national origin, sex or disability. In order to assist agencies in attaining these goals, on October 1, 2003, Management Directive - 715 (MD-715) became effective and set forth policy guidance and standards for establishing and maintaining effective affirmative programs of equal employment opportunity under Section 717 of Title VII and effective affirmative action programs under Section 501 of the Rehabilitation Act.
The figures and charts which follow indicate that there has been some progress over the past decade. With proper implementation, MD-715 will help agencies uncover and effectively address impediments to fair and open competition in the workplace and allow all individuals equal access to federal employment opportunities.
In FY 2004, the Federal Government had a permanent work force of 2,606,903 individuals compared to 2,857,900 in FY 1995.(2) Table 1 shows the participation rate of the identified groups below, as compared to the civilian labor force (CLF):
|Work Force||Participation Rate||2000 CLF|
|FY 2004||FY 1995 %||FY 2004 %||%|
|Asian American/Pacific Islander Males||86,582||2.67||3.32||2.10|
|Asian American/Pacific IslanderFemales||64,238||1.83||2.46||1.90|
|American Indian/Alaskan Native Males||20,160||0.68||0.77||0.50|
|American Indian/Alaskan Native Females||23,381||0.70||0.90||0.50|
For the first time, this report breaks out the employment data for specific components of certain large federal agencies, including the Departments of Agriculture, Commerce, Health and Human Services, Homeland Security, Interior, Justice, Labor, Transportation, Treasury and Veterans' Affairs, as well as certain defense agencies, the National Aeronautics and Space Administration and the United States Postal Service.
A comparison of the data on the participation rates of persons in particular agency components can serve as a diagnostic tool to help identify possible areas where barriers to equal opportunity may exist within an agency. This information is located in Table XII of Appendix IV located at www.eeoc.gov.
To ensure a discrimination-free work environment, agencies should:
The Civil Service Reform Act of 1978 established the Senior Executive Service (SES) as a separate personnel system covering a majority of the top managerial, supervisory, and policy-making positions in the Executive Branch of government. Senior Pay Level (SPL) positions include the SES, Executive Schedule, Senior Foreign Service, and other employees earning salaries above grade 15 in the General Schedule. The SPL represents 1.47% of the total federal General Schedule work force. Table 2 below reflects the SPL representation.
|Senior Pay Level Postions|
|FY 1995||FY 2004|
|Number||% of SPL||Number||% of SPL|
|Asian Americans/Pacific Islanders||212||1.55||607||3.17|
|American Indians/Alaskan Natives||79||0.58||154||0.80|
|Individuals with Targeted Disabilities||59||0.43||84||0.44|
|Total||Women in Senior Pay Level Positions|
|Agency or Department||Work Force #||SPL #||#||%|
|Equal Employment Opportunity Commission||2,465||38||18||47.37|
|Education, U.S. Department of||4,584||162||66||40.74|
|National Science Foundation||1,333||343||125||36.44|
|Environmental Protection Agency||18,576||326||115||35.28|
|Federal Trade Commission||1,073||40||14||35.00|
|People With Targeted Disabilities|
|Agency or Department||Total Work Force||#||%|
|Equal Employment Opportunity Commission||2,465||55||2.23|
|Social Security Administration||63,599||1,435||2.20|
|Defense Logistics Agency||21,685||449||2.07|
|Defense Finance and Accounting Service||13,403||275||2.05|
|Treasury, U.S. Department of||110,612||2,105||1.90|
Table IX in Appendix IV contains this information for all agencies and is located at www.eeoc.gov.
All agencies are strongly encouraged to effect steady and measurable progress with respect to the employment and advancement of individuals with disabilities. To increase participation rates of people with targeted disabilities agencies should --
While there is no general availability figure for individuals with disabilities in the workforce, MD-715 recommends that agencies evaluate themselves against both the work force profile of the federal government and the agencies highly ranked in the most recent EEOC Annual Report on the federal work force.
2. Source: Office of Personnel Management's The Fact Book-Federal Civilian Workforce Statistics, 1997 edition.
3. The Asian American/Pacific Islander data throughout this report continues to combine data for Asian Americans with "Native Hawaiians and Other Pacific Islanders" and does not include data for "Two or More Races" because separate data was unavailable at the time of publication.
4. Over 80% of career Senior Executive Service (SES) appointments, which comprises the bulk of the SPL, come from the ranks of GS-15s, who in turn are promoted over 90% of the time from the ranks of the GS-14s. An additional small number of GS-14s are promoted directly into the SES. See, General Accountability Office Report No.GAO-03-34, Senior Executive Service: Agency Efforts Needed to Improve Diversity as the Senior Corps Turns Over (January 2003).
5. Unlike Table 1 which reports the total workforce, this Figure represents only the work force in General Schedule positions. OPM classifies General Schedule positions as those positions whose primary duty requires knowledge or experience of an administrative, clerical, scientific, artistic, or technical nature not related to the Federal Wage System positions which refer to those positions whose primary duty involves the performance of physical work which requires knowledge or experience of a trade, craft, or manual-labor work.
6. Defined in Appendix I.
This page was last modified on April 19, 2005.
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